Beruflich Dokumente
Kultur Dokumente
1 Introduction 1
3 Company Profile 18
5 Research Methodology 43
7 Findings 49
8 Suggestions 50
9 Conclusion 68
10 Bibliography 69
11 Questionnaire 70
1
Chapter - I
Introduction
Transactional services,
Services related to monetary transaction through current and
saving account,
Investment services,
Fixed deposit ,
Letter of credit ,
Treasury services ,
Bill of exchange ,
Foreign exchange ,
Assisting in trade through Letter of credit,
Letter of guarantee,
Performance bond ,
Project financing ,
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Personal loan ,
Credit card ,
Home loan etc.
3
Despite the fallout and nationalization of banks across developed
economies, banks in India seems to be on the strong fundamental
base and seems to be well insulated from the financial turbulence
emerging from the western economies. The Indian banking industry is
well placed as compare to their banking industries western
counterparts which are depending upon government bailout and
stimulus packages.
The strong economic growth in the past, low defaulter ratio, absence
of complex financial products, regular intervention by central bank,
proactive adjustment of monetary policy and so called close banking
culture has favored the banking industry in India in recent global
financial turmoil.
4
model but is intended as a rough guide to the direction in which the
market is likely to move. The future projection is done on the basis of
the current market scenario, past trends, and rules and regulations
laid by the regulator and supervisor of the financial system,
Reserve Bank of India (RBI).
The RBI has given licenses to new private sector banks as part of the
liberalization process. The RBI has also been granting licensees to
industrial houses. Many banks are successfully running in the retail
and consumer segments but are yet to deliver services to industrial
finance, retail trade, small business and agricultural finance.
The PSBs will play an important role in the industry due to its number
of branches and foreign banks facing the constraint of limited number
of branches. Hence, in order to achieve an efficient banking system,
the onus is on the Government to encourage the PSBs to be run on
professional lines.
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To promote banking sector in India, Govt. has taken many steps and
formed several committee to review the banking needs and the
prospect the current scenario along with the safeguarding the interest
of the customers
The central bank of the country is the Reserve Bank of India (RBI). It
was established in April 1935 with a share capital of Rs. 5 crores on
the basis of the recommendations of the Hilton Young Commission.
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The share capital was divided into shares of Rs. 100 each fully paid
which was entirely owned by private shareholders in the beginning.
The Government held shares of nominal value of Rs. 2, 20,000.
Reserve Bank of India was nationalized in the year 1949. The general
superintendence and direction of the Bank is entrusted to Central
Board of Directors of 20 members, the Governor and four Deputy
Governors, one Government official from the Ministry of Finance, ten
nominated Directors by the Government to give representation to
important elements in the economic life of the country, and four
nominated Directors by the Central Government to represent the four
local Boards with the headquarters at Mumbai, Kolkata, Chennai and
New Delhi. Local Boards consist of five members each Central
Government appointed for a term of four years to represent territorial
and economic interests and the interests of co-operative and
indigenous banks.
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Major Banks in India
8
Private sector banks
Bank of Rajasthan
Bharat Overseas Bank
Catholic Syrian Bank
Centurion Bank of Punjab (Merged with HDFC bank)
City Union Bank
Development Credit Bank
Dhanalakshmi Bank
Federal Bank
HDFC Bank
ICICI Bank
IndusInd Bank
ING Vysya Bank
Jammu & Kashmir Bank
Karnataka Bank
Kotak Mahindra Bank
Lakshmi Vilas Bank
Lord Krishna Bank ( now Centurion Bank of Punjab)
Nainital Bank
Nedungadi Bank (now Punjab National Bank)
Ratnakar Bank
Rupee Bank
Saraswat Bank
SBI Commercial and International Bank
South Indian Bank
Tamil Nadu Mercantile Bank
Thane Janata Sahakari Bank
United Western Bank ( now IDBI Bank)
YES Bank
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Foreign Banks
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Banks with Representative Offices in India:
American Banks
Australian Banks
Commonwealth Bank
National Bank Australia
Westpac Banking Corporation
Austrian Banks
Belgian Banks
Fortis Bank
K.B.C. Bank N.V.
Canadian Banks
UAE Banks
French Banks
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German Banks
Irish Banks
DEPFA Bank
Italian Banks
Nepalese Banks
Everest Bank
Portuguese Banks
12
Russian Banks
Vnesheconombank
VTB India
Promsvyazbank
Wori Bank
Spanish Banks
Banco de Sabadell
Banco Bilbao Vizcaya Argentaria
SriLankan Banks
Swiss Banks
UBS
Zurcher Kantonalbank
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Rural Banks
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Ellaquai Dehati Bank
Farrukhabad Gramin Bank
Gaur Gramin Bank
Gurgaon Gramin Bank
Hadoti Kshetriya Gramin Bank
Himachal Gramin Bank
Hissar-Sirsa Kshetriya Gramin Bank
Indore Ujjain Kshetriya Gramin Bank
Jaipur Nagaur Aanchalik Gramin Bank
Jamnagar Rajkot Gramin Bank
Jamuna Gramin Bank
Jhabua-Dhar Kshetriya Gramin Bank
Jharkhand Gramin Bank
Kakathiya Grameena Bank
Kalpatharu Grameena Bank
Kamraz Rural Bank
Kanpur Kshetriya Gramin Bank
Kapurthala Ferozpur Kshetriya Gramin Bank
Kashi Gomti Samyut Gramin Bank
Kisan Gramin Bank,Budaun
Kolar Gramin Bank
Krishna Grameena Bank
Kshetriya Gramin Bank,Hoshangabad
Kutch Grameen Bank
Malaprabha Grameena Bank
Mandla Balaghat Kshetriya Gramin Bank
Manjira Grameena Bank
Marwar Ganganagar Bikaner Gramin Bank (Previously : Marwar
Gramin Bank)
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Mewar Aanchalik Gramin Bank
Nagarjuna Grameena Bank
Netravati Grameena Bank
Nimar Kshetriya Gramin Bank
North Malabar Gramin Bank
Panchmahal Vadodara Gramin Bank
Pandyan Grama Bank
Pinakini Grameena Bank (merged to form Andhra Pragathi
Grameena Bank)
Pragjyotish Gaonlia Bank
Prathama Bank
Raigarh Kshetriya Gramin Bank
Rani Lakshmi Bai Kshetriya Gramin Bank
Ratlam Mandsaur Kshetriya Gramin Bank
Rayalaseema Grameena Bank (merged to form Andhra Pragathi
Grameena Bank)
Rewa-Sidhi Gramin Bank
Sahyadri Gramin Bank
Samyut Kshetriya Gramin Bank
Sangameshwara Grameena Bank
Shahjahanpur Kshetriya Gramin Bank
Shreyas Gramin Bank (Aligarh,Etah,Agra,Mathura,Firozabad)
Shivpuri Guna Kshetriya Gramin Bank
South Malabar Gramin Bank
Sree Anantha Grameena Bank (merged to form Andhra Pragathi
Grameena Bank)
Sri Saraswati Grameena Bank
Sri Visakha Grameena Bank
Surat Bharuch Gramin Bank
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Thar Aanchalik Gramin Bank
Tripura Gramin Bank
Tungabhadra Gramin Bank
Vidur Gramin Bank
MCB
Madhya Bharat Gramin Bank
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Human Resources Management Approach (H.R M
Approach)
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major rise in the amount of knowledge and innovation pertaining to
the most efficient and productive methods of streamlining workforce
management policy. When applied, there are already a great number
of proven techniques which result in the actual increases of profit
margins.
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departments also delve into the area of applicant tracking. How to find
the best talent available on the global labor market place is often a
problem that the human resources department will strive to tackle.
20
Aiming to enable the organization to achieve its strategic goals by
attracting, retaining and developing employees, HRM functions as the
link between the organization and the employees. A company should
first become aware of the needs of its employees, and at a later stage,
understand and evaluate these needs in order to make its employees
perceive their job as a part of their personal life, and not as a routine
obligation. To that end, HRM is very crucial for the whole function of
an organization because it assists the organization to create loyal
employees, who are ready to offer their best.
21
On the other hand, challenges do not cease for the HRM. Modern
organizations can survive in the dynamic, competitive environment of
today only if they capitalize on the full potential of each employee.
Unfortunately, many companies have not understood the importance
of the human capital in successful operations. The recruitment and
selection of the best employees is a very difficult obligation. Even
companies that are voted in the top-ten places to work at, often
endure long periods of hard work to realize that human element is all
an organization should care about.
New challenges arise even now for the organization, and it is certain
that new challenges will never cease to emerge. Therefore, the use of
proper Human Resources techniques is a really powerful way for
organizations to overcome these challenges, and to improve not only
their quantitative goals but also their organizational culture, and their
qualitative, cognitive aspects.
Current trends in HR
Over the years, highly skilled and knowledge based jobs are increasing
while low skilled jobs are decreasing. This calls for future skill mapping
through proper HRM initiatives.
22
Indian organizations are also witnessing a change in systems,
management cultures and philosophy due to the global alignment of
Indian organizations. There is a need for multi skill development. Role
of HRM is becoming all the more important.
Functions of H. R
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2. Identify employee training needs.
3. Document criteria used to allocate organizational rewards.
4. Form a basis for personnel decisions: salary increases, promotions,
disciplinary actions, etc.
5. Provide the opportunity for organizational diagnosis and
development.
6. Facilitate communication between employee and administration
7. Validate selection techniques and human resource policies to meet
federal Equal Employment Opportunity requirements.
24
Feedback is an important component of “Performance Appraisal”.
While positive feedback is easily accepted, negative feedback often
meets with resistance unless it is objective, based on a credible source
and given in a skilful manner.
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THE PROCESS OF PERFORMANCE APPRAISAL
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(a) “Performance Appraisal” System: The Process
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(ii) Communicating Job Expectations
(iii) Planning
(v) Appraising
28
(vi) Feedback
29
The ESSENTIALS of an effective performance system are as
follows:
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HOW CAN THE “PERFORMANCE APPRAISAL” SYSTEM
HELP?
Intuitive
Self-appraisal
Group
Trait
Achievement of results
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TECHNIQUES OF “PERFORMANCE APPRAISAL”
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“PERFORMANCE APPRAISAL” SYSTEMS
PROBLEMS
SYMPTOMS
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frequently
POTENTIAL CURES
34
Chapter – II
Need of the study
35
exhibition for industry professionals. But can everyone be persuaded
to take real action in developing their HR departments
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(1) Plan for long-term staffing and worker development,
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Employee need for feedback
Although employees vary in their desire for improvement, generally
workers want to know how well they are performing. A successful
farmer recalled with sadness how as a youth he had worked very hard,
along with his immigrant family, for a farmer who never seemed to
notice the effort. Years later he met the former employer and asked
why he had never made any positive comments about their work. The
response from the former boss was, "I feared you would stop working
as hard."
38
Feedback may be qualitative or quantitative. Qualitative comments are
descriptive, such as telling the shop mechanic you appreciate the
timeliness and quality of her repairs. In contrast, quantitative feedback
is based on numerical figures, such as the percentage of plant grafts
that have taken. Some researchers feel feedback is particularly useful
when workers have an achievement objective
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where the employees are the main factor of making the
difference . One tool for monitoring performance management is
“Performance Appraisal” that the banks use for rewarding its
employees. For the bank, performance management is usually
known as company performance and is monitored through
business appraisal.
40
Develop valuable communication among appraisal participants
Encourage increased self-understanding among staff as well as
insight into the kind of development activities that are of value
Distribute rewards on a fair and credible basis
Clarify organizational goals so they can be more readily accepted
Improve institutional/departmental manpower planning, test
validation, and development of training programs
A growing number of front running banks like ICICI, and others have
adopted a “Performance Appraisal” model in which best-to-worst
ranking methods are used to identify poor performers. The identified
poor performers are then given a time period during which they have
to show an improvement in their performance.
Effective banks are not build merely on investment and returns but
more on the quality of the workforce, its commitment to the
organizational goals and investments made to attract train and retain
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superior human capital. An integrated Performance Management
system is essential to get the best out of its people. Employee
performance is linked to the bank’s performance. This helps in
achieving the organizational goal and creates a performance culture in
the bank. Invention, creativity, diversity of perspectives is fostered.
Employees act as one bank one brand.
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Chapter - III
COMPANY PROFILE
OVERVIEW
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Thailand, Malaysia and Indonesia. Our UK subsidiary has establihed
branches in Belgium and Germany. ICICI Bank's equity shares are
listed in India on Bombay Stock Exchange and the National Stock
Exchange of India Limited and its American Depositary Receipts
(ADRs) are listed on the New York Stock Exchange (NYSE).
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Basic Things:
ICICI GROUP
45
SERVICES PROVIDED BY BANK
A B C D E
Workplace Responsibilities
Fair Competition:
46
BOARD OF DIRECTOR
Chanda Kochhar
Managing Director & CEO
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Chapter – IV
0bjective of the Study
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Chapter – V
RESEARCH METHODOLOGY
Research Methodology & Research Design
Sample Design
Research Design is purely and simply they frame work or plan for a study that
guides the collection and analysis of the data , It is concerned with describing the
characteristic of particular individual or a group. The main purpose of this research is to
describe the situation as it exist. Research design selected for this project is Descriptive
Sample size
The sample size is typically denoted by n and it is always a positive integer. No
exact sample size can be mentioned here and it can vary in different research settings.
However, all else being equal, large sized sample leads to increased precision in
estimates of various properties of the population. sample wise taken in this project was
50.
Sampling method
Convenience sampling (also known as availability sampling) is a specific type of non-
probability sampling method that relies on data collection from population members who
are conveniently available to participate in study. Facebook polls or questions can be
mentioned as a popular example for convenience sampling. Convenience sampling is a
type of sampling where the first available primary data source will be used for the
research without additional requirements.
In business studies this method can be applied in order to gain initial primary data
regarding specific issues such as perception of image of a particular brand or collecting
opinions of perspective customers in relation to a new design of a product.
Data Collection Method: The data was collected from different sources and of
different types. Self administered questionnaire containing both close an open ended
questions was used for data collection. The initial study of the project was done online
and the data was collected from the company’s website “www.icicibank.com“. Some
secondary data was collected from web site.
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Chapter – VI
DATA ANALYSIS AND INTERPRETATION
1. Are you aware about the organization performance appraisal system?
OPINION NO. OF PERCENTAGE
RESPONDENTS
50 100
YES
0 0
NO
50 100
TOTAL
a) YES b) NO
YES
NO
From the above it is evident that 100% of the employees feel that
performance appraisal is quit essential for any organization.
50
2. Do you think that performance appraisal is essential?
a) YES b) NO
YES 48 96
NO 2 4
TOTAL 50 100
YES
NO
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From the above data it is evident that 96% of the respondents feel that
performance appraisal is very essential in the organization, where as 45
employees feel it is not essential in organization.
a) YES b) NO
YES 42 84
NO 8 16
TOTAL 50 100
YES
NO
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From the above data it shows that 84% of employees feel that organization
facilitate growth & learning due to performance appraisal, where as 16% of
employees feel that organization does not provides growth & learning of
YES 46 92
NO 4 8
TOTAL 50 100
em
ployees.
a) YES b) NO
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YES
NO
From the above data it is evident that 92% of the employees feel that the
performance appraisal system really assesses the quality of an employee,
where as 85 feel that it does not assesses the quality of an employee.
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5. Periodicity of performance appraisal should be on
c) Annual basis
A 8 16
B 12 24
C 30 60
TOTAL 50 100
A
B
C
From the above data it is evident that 60%of the employees feel that
performance appraisal should be done on annual basis & 24% of the
employees feel should be in done on half yearly basis 165 of the employees
feel should be done in quarterly basis.
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5. The present performance appraisal of your organization distinguishes
the performers & non performers?
A
B
C
D
From the above data it is evident that 74% of the employees ‘agree’ that
performance appraisal system of the organization distinguishes performers
& non performers, where as 5 strongly agree and 16% disagree doesn’t
distinguishes performers & non-performers.
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6. The periodical performance appraisal of employee is required for
maintaining efficiency of individual organization?
a) YES b) NO
YES
NO
From the above it shows that 96% of the employees feel that periodic
performance appraisal of the employee is required for maintaining efficiency
of individual and organization and above 4% of the employees feel that it is
not required to maintained.
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8. Are you aware of the basis or attributes on which your performance is
appraised?
a) YES b) NO
YES
NO
From them above data it shows that 82% of the employees are aware on
which their performance is appraised but 16% of the respondents feel that
they are not aware of the basis on which their performance is appraised.
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9. Performance appraisal is based upon
A
B
C
D
From the above data it shows that 54% of the employees feel that
performance appraisal in bank is based upon performance 36% feel that it
based on both performance and recommendation 7 trade union.
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10. Performance appraisal is useful to the contributor to encourage people to
perform better on their jobs?
a) YES b) NO
YES
NO
From the above data it shows that 92%of the employees feel that
performance appraisal is contributor to encourage better job, but 8% of the
employees feel that it is not a contributor for job.
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11. The appraisal system is helping each employee to discover his/her
potential & mark their short comings?
c) Strongly Disagree
A
B
C
D
From the above data it shows that 76% of the employees feel that appraisal
system discovers potential and mark their short comings and 125 employees
feel that it does not discover potential.
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12. The present performance appraisal of your organization assesses
individual behavior, discipline, integration, communication skill, leadership
qualities & growth?
d) Strongly Disagree
A
B
C
D
From the above data it shows that 78% of the employees agrees with the
above statement and 10% disagree.
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13. How do you want your performance to be communicated to you?
d) No Need
A
B
C
D
From the above data it is evident that most of the employees feel that their
performance should be communicated to them in a written form.
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14. What kind of counseling should occur in an organization?
a) Formal b) Informal
YES
NO
From the above data it’s evident that 58% feel of the employees feel that
counseling in an organization should be of formal kind and 42% of
employees feel counseling should of informal kind.
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15. According to you, Counseling is a
A
B
C
From the above data it’s evident that 56% of the employees feel that
counseling is used to know the areas of development and 24% feel that it is
just a formality and 20% feel that it identifies the strength & weakness of the
employees.
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16. How often did you speak, or discuss about your performance with your
superiors?
d) Never
a
b
c
d
From the above data it’s evident that 38% of the employees said that they
sometimes and 32% frequently speak with their superiors about
performance.
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17. Training & development programs improve the quality of the
employees?
d) Strongly disagree
Agree
Disagree
Strongly Agree
Strongly Disagree
From the above data it’s evident that 50% of the employees are strongly
agree and 50% agree that training & development improves the quality of
the employees in the organization.
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18. Has your performance increased as a result of performance appraisal
system.?
Large extent
Moderate extent
Less extent
Not at all
From the above data it’s evident that 64% of the employees feel that to
moderate extent and 32% to large extent think that performance has
increased as a result of performance appraisal system.
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Chapter - VII
FINDINGS
It has been found that most of the employees think that the
performance appraisal is essential and they think it is used as a tool
to improve performance, to determine organization needs, and
basis for pay increase, promotions, and transfer.
The appraisal system facilitates growth & learning of employees
and it is used to distinguish performers.
The existing appraisal system helps the management to identify
potentiality of employees as well as useful for maintaining
efficiency of the individual & organization.
Some employees are not aware of basis on which performance is
appraised and most of the employees feel that it help them discover
their potential and enables to know their short coming.
Organization provides training & development programs to
overcome the short comings identified in performance appraisal.
The employees feel that their promotions match their contributions
and new performance appraisal technique should be adopted in the
organization and the short comings are informed to them.
The performance appraisal supports to experimenting with new
ideas as basis for promotion.
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Chapter – VIII
Suggestions
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Chapter – IX
Conclusion
The analysis and interpretation of data on study of performance appraisal
and its effectiveness in an organization led to the following conclusions:
The appraisal outcome has to be used frequently for the purpose of reward
on performing well together with the feedback on the performance. Also
when performance goes down employee has to be given feedback and
motivated to do better.
The organization at present doesn't lay career planning and career suggestion
plans.
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More emphasis should be given on training and job rotation as remedial
measures.
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Bibliography:
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Questionnaire
a) Yes b) No
a) Yes b) No
a) Yes b) No
c) Annual basis
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7. The Periodical Performance Appraisal of employee is required for
maintaining efficiency of individual & organization?
a) Yes b) No
a) Seniority b) Performance
d) Strongly Disagree
a) Yes b) No
a) Yes b) No
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Dr.Chitranshi Verma
245,Napier Town,Nr.Naveen Vidya Bhawan School,Jabalpur- 482002
Ph: 0761- 4048825 Cell: 8989828758
Email: chitranshi.verma@gmail.com
Professional Experience
Educational Qualifications
Certifications
Publications
Global Recession & its impact on India” in National Seminar in 26th Nov’10 in G.S.
College of Commerce & Economics, Jabalpur
76
“Globalization and its impact on Business Development in Current Scenario” in
National Seminar in April 2011 in Dept. Of Business Administration, Hitkarini
College of Engineering & Technology, Jabalpur
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Articles
Workshops attended
Projects undertaken
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Awarded the Certificate of Outstanding Social Service and Best Anchor of
the Club by Inner wheel Club Jabalpur, Midtown for year 2014-2015
Associations
Active member of Inner wheel Club of Jabalpur Midtown since June 2014
Member of Editorial board of Jabalpur Public College
Lifetime member of Excel Research Management Association, India,
Gwalior
Personal Details
I hereby declare that the above information is true to the best of my knowledge.
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Executive Summary
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